Thesis (MPhil (Industrial Psychology. School of HIV/AIDS Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: This study examines the level of HIV/AIDS Knowledge, attitudes towards HIV/AIDS as well as practices amongst the employees of Telkom SA Ltd. Furthermore it also aims to determine the effectiveness of the Peer Education programme within the company as well as the role that promoters are playing in encouraging Peer Educators to do awareness in the workplace on the one hand and encouraging their subordinates to attend such programmes on the other hand. A total of 80 employees were invited to participate in the survey. At the end of the survey period, which ran from 2 to 21 February 2009, it was found that a total of 66 employees responded by completing the on-line survey. This represents a return of 82,5%. While the survey results shows a remarkably high level of HIV/AIDS knowledge amongst the responds, it could not be conclusively proven that it was as a result of attending HIV/AIDS workplace awareness programmes. However, it can be said that this knowledge was sufficient to: Enable employees to make informed decisions about their own sexual behaviour Peer Educators were confident that their knowledge levels were sufficient to educate their peers. The results also show quite a high level of disinvolvement on the part of promoters with regard to HIV/AIDS workplace issues. Finally this study also contains a range of recommendations and suggestions which were derived from the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek the vlak van MIV/VIGS Kennis, houdings teenoor MIIV/VIGS sowel as die gebruike van die werknemers van Telkom SA Bpk. Dit poog ook om die effektiwiteit van die Portuur Voorligtingsprogram binne die maatskappy te ondersoek sowel as om te bepaal watter rol toesighouers speel om enersyds Portuur Voorligters aan te moedig in bewusmakings sessies in die werkplek te reel en om andersyds die rol wat toesighouers speel om hulle ondersgeskiktes aan te moedig om sodanige sessies by te woon. ‟n Totaal van 80 werknemers was genooi om die navorsing mee te maak. Aan die einde van die navorsingstydperk, wat vanaf 2 tot 21 Februarie 2009 geloop het, was daar bevind dat ‟n totaal van 66 werknemers die aan-lyn vraelys voltooi het. Hierdie syfer verteenwoordig ‟n opbrengs van 82,5%. Onderwyl die resultate ‟n merkwaardige hoë vlak van MIV/VIGS kennis onder die respondente getoon het, kon dit nie onteenseglik bewys word dat dit as gevolg van die bywoning van MIV/VIGS werkplek bewusmakings sessies was nie. Ten spyte van die voorgenoemde, kan daar egter met sekerheid gesê word dat hierdie kennis genoegsaam is om: Werknemers in staat te stel om ingeligte besluite te neem oor hulle eie seksuele gedrag Portuur Voorligters in staat te stel om hulle gelykes voldoende op te voed by wyse van bewusmakings sessies. Die resultate het ook ‟n hoë mate van onbetrokkenheid van toesighouers getoon ten opsigte van MIV/VIGS werkplek angeleenthede. Hierdie studie bevat ook „n reeks van aanbevelings en voorstelle wat voortspruit uit die bevindinge.

Thesis (MPhil (Industrial Psychology))--Stellenbosch University, 2008. / The purpose of this research was to determine the efficacy of an innovation in HIV prevention programming in Ukraine, which leverages the culture of Ukrainian society by appreciating its values and incorporating them into the strategy. Analysis of the results indicates that positive changes in two of the questions of the Behavioural Models were significant among the participants of the Experimental Group. This was not seen in the Control Group. The number of respondents from the Experimental Group who spoke to their partner about HIV/AIDS in the past month increased during the month after the training. The number of people who were tested for HIV during the month after training also increased. Based on the results of this research, it can be concluded that participation of employees’ sexual partners in HIV prevention programs can influence Behaviour Models and lead to desired changes in this area changes in Behaviour Models, which are very important and as we can see depends much on participation of both sexual partners in training.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: South Africa’s past has shaped the way Human Resource management should look to the future. South Africa has a history of racial discrimination that was lead by the Apartheid system. The effects of the past have left members of the previously disadvantaged group with underdeveloped job competency potential. This has subsequently led to adverse impact in valid, fair (in the Cleary sense of the term) strict-top-down selection. The fundamental cause of Black under-representation in higher level jobs is due to the legacy of the previous political dispensation. The root problem is that South Africa’s intellectual capital is not, and has not been, uniformly developed and distributed across races. The current situation must be dealt with not only as the situation could potentially become volatile, but also as it is simply the right thing to do. Those individuals from the previously disadvantaged group that have the potential to learn should be identified and subsequently developed. A need therefore exists in South Africa for a method to identify individuals who will gain maximum benefit from affirmative developmental opportunities, especially cognitively demanding development opportunities, and hence display a high potential to learn. A need in addition exist to arrange circumstances to optimise the prognosis that those identified with learning potential will successfully realise their potential. Learning performance is complexly determined. To successfully address the negative effects of the past in South Africa through affirmative development the determinants of learning performance need to be understood. Accelerated affirmative development will be effective to the extent to which a comprehensive understanding exists of the factors underlying learning performance and the manner in which they combine to determine learning performance. The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The initial reduced model failed to converge and was subsequently revised by deleting a single causal path from the model. The revised model was found to fit the data well. All paths contained in the final model were empirically corroborated. Suggestions for future research are made by indicating how the model can be further elaborated. / AFRIKAANSE OPSOMMING: Suid-Afrika se verlede het gestalte gegee aan die wyse waarop Menslike Hulpbronbestuur na die toekoms behoort te kyk. Suid-Afrika het ’n geskiedenis van rassediskriminasie wat deur die Apartheidstelsel aangevoer is. Die gevolge van die verlede het die lede van die voorheen agtergeblewe groep met onderontwikkelde werkbevoegdheidspotensiaal gelaat. Dit het vervolgens gelei tot nadelige impak in geldige, billike (in die Cleary-sin van die woord) streng bo-na-onder keuring. Die fundamentele oorsaak van swart onderverteenwoordiging in hoër-vlak posisies is tot ‘n groot mate te wyte aan die nalentskap van die vorige politieke bedeling. Die kernprobleem is dat Suid-Afrika se intellektuele kapitaal nie nou of voorheen eenvormig oor die rasse heen ontwikkel en versprei is nie. Die huidige situasie moet hanteer word, nie net omdat dit potensieel onbestendig mag word nie, maar ook bloot omdat dit die regte ding is om te doen. Dié individue uit ‘n voorheen agtergeblewe groep wat wel die vermoë het om te leer, behoort geïdentifiseer en vervolgens ontwikkel te word. Dus bestaan daar in Suid-Afrika ’n behoefte aan ’n metode om individue te identifiseer wat ’n hoë leerpotensiaal het en derhalwe die meeste voordeel sal trek uit geleenthede vir regstellende ontwikkeling, veral dié geleenthede van ’n veeleisende kognitiewe aard. Daar bestaan voorts ook ’n behoefte om omstandighede te reël om die prognose te optimaliseer dat diegene wat met leerpotensiaal geïdentifiseer is, hul potensiaal suksesvol sal kan verwesenlik. Leerprestasie word deur ‘n komplekse netwerk van veranderlikes bepaal. Om die negatiewe gevolge van die verlede in Suid-Afrika deur regstellende ontwikkeling aan te spreek, moet die determinante van leerprestasie verstaan word. Versnelde regstellende ontwikkeling sal doeltreffend wees in dié mate waartoe ’n omvattende begrip bestaan van die faktore onderliggend aan leerprestasie en die wyse waarop hulle kombineer om leerprestasie te bepaal. Die primêre doelwit van hierdie studie was gevolglik om de Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot de Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ’n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Die aanvanklike gereduseerde model het nie gekonvergeer nie en is vervolgens hersien deur ’n enkele kousale baan uit die model te verwyder. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig. Voorstelle vir toekomstige navorsing is gemaak deur aan te dui hoe die model verder uitgebrei kan word.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: This study investigated race-group similarity effects as a form of interviewer bias in selection interview ratings. Social Identity Theory predicts that interviewers would assign higher ratings to interviewees of the same social group (the so-called in-group) primarily through the mechanism of similarity attraction. Research findings up to now have lent only partial support to this hypothesis. This study argues that interview structure may help to explain inconsistent research findings since structure could inhibit the functioning of the similarity-attraction mechanism. The present research pursued two objectives, namely (1) to determine the degree to which race-group similarity (between interviewer and interviewee) exerts a biasing effect on selection interview dimension ratings, (2) to determine whether same-group bias increases when interview structure is experimentally diminished. This experimental study manipulated the degree of structure in interviews (high- and low-structured conditions) and compared the degree to which race group similarity effects were evident under each condition. Interviews were simulated by showing video-taped interview segments to a sample of participants and asking them to rate interview dimensions on rating scales that had been compiled to reflect the degree of structure in each condition. The data were analysed using Hierarchical Linear Modelling (HLM) and multiple regression analysis to determine whether similarity effects were present in the interview rating data. The results support the hypothesis that racial similarity effects are found under low-structured conditions, as well as the hypothesis that interview structure moderates the influence of similarity effects. However, racial similarity effects were also found with the highly structured condition. Although these effects were smaller than in the low-structured condition, they were statistically significant. Future research should attempt to replicate this study as a field study to test the generalisability of the findings. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek onderhoudvoerdersydigheid in die vorm van rasgroepsoortgelykheidseffekte in seleksie-onderhoudbeoordelings. Sosiale Identiteitsteorie voorspel dat onderhoudvoerders diegene van dieselfde rasgroep (die sogenaamde ingroep) met hoër beoordelingstellings sal aanslaan, primêr deur die werking van die soortgelykheidaangetrokkendheidsmeganisme. Navorsingsresultate tot op hede leen slegs gedeeltelike steun aan hierdie hipotese. Hierdie studie argumenteer dat die rede vir teenstrydige navorsingbevindinge moontlik die gevolg van die bemiddelende effek van onderhoudstruktuur kan wees, aangesien struktuur moontlik die funksionering van die soortgelykheid-aangetrokkendheidsmeganisme kan inperk. Die studie streef dus twee doelwitte na, nl. (1) om die mate waartoe rasgroepooreenstemming tussen die onderhoudvoerder en onderhoudnemer ’n sydige invloed op onderhouddimensietellings uitoefen te bepaal en (2) om te bepaal of soortgelykheidseffekte toeneem namate onderhoudstruktuur eksperimenteel verlaag word. ’n Eksperimentele ontwerp is gebruik waarbinne onderhoudstruktuur (hoog- en laag gestruktuurde toestande) in video-opnames van onderhoude nageboots is. ’n Groep beoordelaars het hierdie stimilusmateriaal beoordeel aan die hand van beoordelingskriteria wat opgestel is om die mate van struktuur binne elke toestand te reflekteer. Gevolglik is die mate van rasgroepsoortgelykheidseffekte binne elke struktuurtoestand vergelyk. Die navorsingsdata is met gebruik van Hiërargiese Lineêre Modellering (HLM) en veelvoudige regressie ontleed om die teenwoordigheid van soortgelykheidsydigheid te bepaal. Die resultate steun die hipotese dat rassoortgelykheidseffekte onder laaggestruktuurde toestande voorkom, asook dat onderhoudstruktuur ’n modererende rol speel. Nietemin is soortgelyke effekte ook onder die hoog gestruktuurde toestand gevind. Alhoewel hierdie effekte kleiner as onder die laaggestruktuurde toestand was, was dit steeds statisties beduidend. Toekomstige navorsing kan poog om ‘n soortgelyke ondersoek as ‘n veldstudie te onderneem om die moontlikheid van veralgemening van die resultate te bepaal.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: New and innovative work structures are being employed in organisations today, especially in the way in which work is approached (Rico & Cohen, 2005). This experimentation has arisen because organisations are seeking better ways of achieving productivity targets and addressing customer demand (Arnold, Barling & Kelloway, 2001). These new work structures are team-based structures, which are widely purported to be the ideal, since teams can respond rapidly because of their multiplicity of skills (Kogler Hill, 2010). Furthermore, high performing teams with this multiplicity of skills should display certain characteristics or behaviours required to achieve results. This study suggests four team characteristics that are necessary for team success, namely shared vision, cohesion, role clarity and mutual trust. This study furthermore explores the role of the team leader in nurturing the above-mentioned characteristics at a team level, since current thinking on leadership suggests that a leader should be able to inspire, motivate and be a role model for his/her team members (Bass & Avolio, 1994), all of which are behaviours characteristic of a transformational leader; thus transformational leadership is the focal point in this study. To determine the effect of transformational leadership on team characteristics, a convenience sample (N = 73) consisting of various nursing wards within a large public sector hospital was used in this study. The measurement model used in the present study fitted the data satisfactorily, RMSEA = .077 (p > .05, 95% CI [.024, .12]). The hypothesised structural model — where transformational leadership affects all four team characteristics directly, without latent interrelationships between team characteristics — was then fitted to the data, showing poor fit, χ2 (df 50, N = 73) = 213.49, p < .05. Despite the poor initial structural model fit, the subsequent results indicated that the hypothesised relationships between transformational leadership and team characteristics (hypothesis 2 through to hypothesis 5) were all significant (p < .05). The modification indices were then investigated for indications of possible model improvement and it was indicated that three additional  paths (i.e. a link between shared vision and cohesion; a link between trust and shared vision; and a link between shared vision and role clarity) were to be considered for addition. The modification indices, in addition, also illustrated that two  paths (i.e. the link between transformational leadership and cohesion and the link between transformational leadership and shared vision) were to be considered for deletion. The structural model was respecified based on modification indices and expected Δ χ2 statistics, and fitted to the data, leading to acceptable fit, RMSEA = .079 (p > .05, 95% CI [.048, .670]). This indicated an improvement over the unmodified model. However, further research based on a larger sample would be needed to verify these suggested path additions and deletions. Overall, the results of the study support the key role that transformational leadership plays on desirable team characteristics. The limitations and implications of the findings of this study are discussed and recommendations for future research are also highlighted. / AFRIKAANSE OPSOMMING: Nuwe en innoverende werkstrukture word toenemend gebruik in kontemporêre organisasies, veral met betrekking tot die manier waarop werk benader word (Rico & Cohen, 2005). Organisasies ondersoek voortdurend wyses om die bereiking van produktiwiteitsteikens en bevrediging van kliënte te maksimeer (Arnold, Barling & Kelloway, 2001). Moderne werkstrukture is toenemend spangebaseerd, aangesien spanne vinnig kan reageer op verandering weens die veelvuldigheid van spanvaardighede (Kogler Hill, 2010). Verder kan verwag word dat hoëverrigtingspanne met ‘n wye verskeidenheid van vaardighede ook oor sekere kerneienskappe sal beskik. Die huidige studie veronderstel vier spaneienskappe wat kritiek is vir spansukses, nl. gedeelde visie, kohesie, rolduidelikheid en onderlinge vertroue. Die studie verken verder die rol van die spanleier om hierdie spaneienskappe te kweek, aangesien onlangse leierskapteorie veronderstel dat ‘n suksesvolle leier vaardig behoort te wees om sy/haar span te inspireer, motiveer en ook ‘n rolmodel moet wees vir die span. Die laasgenoemde is eienskappe kenmerkend van transformasionele leiers (Bass & Avolio, 1994); aldus die fokus van die bestaande studie op transformasionele leierskap. Ten einde die effek van transformasionele leierskap op spaneienskappe te ondersoek, is ‘n nie-ewekansige steekproef (N = 73) van verplegingseenhede binne ‘n groot publieke sektor hospitaal gebruik in die huidige studie. Die metingsmodel vir die studie het bevredigende passing getoon, RMSEA = .077 (p > .05, 95% VI [.024, .12]). Die veronderstelde strukturele model — waar transformasionele leierskap direkte invloede uitoefen op al vier spaneienskappe, in die afwesigheid van onderlinge latente interkorrelasies tussen spaneienskappe — was gevolglik gepas op die navorsingsdata, met swak passing, χ2 (df 50, N = 73) = 213.49, p < .05. Ten spyte van die swak strukturele modelpassing het daaropvolgende resultate getoon dat die alternatiewe hipoteses rakende verwantskappe tussen transformasionele leierskap en spaneienskappe (hipoteses 2 tot 5) almal ondersteun was (p < .05). As volgende stap, is die aanpassingsindekse (MI) verder verken vir moontlike aanduidings van modelverbetering; drie addisionele  roetes (nl., tussen gedeelde visie en kohesie; tussen vertroue en gedeelde visie; en tussen gedeelde visie en rolduidelikheid) is oorweeg vir verdere byvoeging. Die aanpassingsindekse het verder getoon dat twee  roetes (nl., tussen transformasionele leierskap en kohesie, asook tussen transformasionele leierskap en gedeelde visie) oorweeg behoort te word ter verbetering van die strukturele model. Die strukturele model is herspesifiseer, gebaseer op die aanpassingsindekse en verwagte Δ χ2 statistiek, en gevolglik gepas op die data. Die resultate het gedui op bevredigende passing, RMSEA = .079 (p > .05, 95% VI [.048, .670]) — ‘n duidelike verbetering op die aanvanklike strukturele model. Verdere navorsing is egter nodig om hierdie voorgestelde aanpassings aan die strukturele model te verifieer in ‘n groter steekproef. In die geheel gesien, dui die studie se resultate op die sleutelrol wat transformasionele leierskap speel in die ontwikkeling en handhawing van gewenste spaneienskappe. Beperkinge en implikasies van die bevindinge word bespreek, en aanbevelings word gemaak vir verdere navorsing.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: In the current recessive times, in which the war for talent is rife, organisations and researchers are increasingly taking interest in how not only to retain their talent, but also to optimise their leadership and engagement practices to maximise organisational outcomes through their talent. However, research on the dynamics of the relationships between specific leadership behaviours, employee engagement, work-related factors and employee intention to quit is limited to investigating single constructs, or only the relationships between two constructs. This study attempted to gain some insights into the relationships between perceived leader behaviour, employee engagement, job characteristics and employee intention to quit by testing a conceptual model of hypothesised relationships derived from research on the body of literature relating to these constructs. A non-experimental quantitative research design was applied using a sample of managers in a local JSE-listed manufacturing organisation (n = 185). Participants completed a questionnaire that measured the perceived presence of the transformational leadership style, experienced work engagement, perceived motivating potential of work and employee intention to quit. Reliability analysis was done to assess the measurement properties of the respective measures, and all scales showed adequate reliability. Univariate relationships between the measured ordinal variables, using Spearman correlations, corroborated all hypothesised relationships between the respective constructs. The results indicate that there are significant positive relationships between transformational leadership and employee engagement, the motivating potential of a job and employee engagement, and transformational leadership and the motivating potential of a job. Also significant negative relationships exist between transformational leadership and intention to quit, and employee engagement and intention to quit. The mediating effects of employee engagement, as measured using Sobel’s test, confirm engagement to be a mediator of the relationship between transformational leadership and intention to quit, as well as of the relationship between the motivating potential of a job and intention to quit. This study adds to existing literature on intention to quit, transformational leadership, employee engagement and job characteristics (motivating potential of a job) by providing insights into the strength and directions of relationships among these constructs. Furthermore, it provides valuable insights into the mediating effects of the engagement construct. The findings of this study provide valuable information to consider in business practice for the development of interventions aimed at mitigating turnover behaviour and maximising organisational outcomes through an engaged workforce. The limitations and recommendations of the study provide insights into possibilities that could be explored in future research. / AFRIKAANSE OPSOMMING: In die huidige tyd van resessie is organisasies in gedurige stryd om hul talent te behou. Navorsers en organisasies is dus toenemend besig om te ondersoek hoe om hul leierskap en menslike hulpbronne sodanig aan te wend om optimale resultate vir die organisasie te verseker. Die navorsing verwant aan die dinamika tussen leierskapsgedrag, betrokkenheid, taakeienskappe en intensies tot bedanking is beperk tot ondersoeke ingestel op slegs enkele konstrukte, of op die verhouding tussen twee van hierdie konstrukte. Die doel van hierdie studie was om nuwe insae te bied oor die verhoudings tussen hierdie konstrukte. Dit is bereik deur ondersoek in te stel na die hipotese wat opgestel is in die vorm van ‘n konseptuele model oor hierdie verhoudings op grond van die inligting wat deur die literatuurstudie gelewer is. ‘n Nie-eksperimentele kwantitatiewe navorsingsontwerp is toegepas op ‘n steekproef (n = 185) bestaande uit bestuurdersin ‘n vervaardigingsmaatskappy wat op die JSE gelys is. Deelnemers aan hierdie studie het ‘n vraelys voltooi wat die transformasionele leierskapstyl, betrokkenheid, waargenome motiveringspotensiaal van werk (taakeienskappe) en intensies tot bedanking gemeet het. Die betroubaarheidsanalise gedoen op die verwante meetinstrumente het voldoende betroubaarheid gelewer. Eenvariantverhoudings tussen die ordinale veranderlikes is met Spearman korrelasies gemeet en die resultate het alle hipoteses oor die verwante verhoudings tussen hierdie konstrukte bevestig. Die uitslae het getoon dat daar beduidende positiewe verhoudings bestaan tussen transformasionele leierskapsgedrag en betrokkenheid; die motiversingspotensiaal van werk (taakeienskappe) en betrokkenheid; en transformasionele leierskapsgedrag en die motiversingspotensiaal van werk . Dit het verder ook aangedui dat daar beduidend negatiewe verhoudings bestaan tussen transformasionele leierskapsgedrag en intensies tot bedanking, asook tussen betrokkenheid en intensies tot bedanking. Die modererende gedrag van die betrokkenheidskonstruk is deur die Sobel toets gemeet en het bevestig dat hierdie konstruk ‘n bemiddelaar is in die verhouding tussen transformasionele leierskapsgedrag en intensies tot bedanking, asook in die verhouding tussen die motiveringspotensiaal van werk (taakeienskappe) en intensies tot bedanking. Hierdie studie dra by tot die bestaande literatuur oor intensies tot bedanking, transformasionele leierskapsgedrag, betrokkenheid en die motiveringspotensiaal van werk (taakeienskappe) deurdat dit insae lewer oor die sterkte en rigting van verhoudings tussen hierdie konstrukte. Verder dra dit by tot waardevolle insigte in die invloed van die betrokkenheidskonstruk op die werknemer se bedoeling om te bedank. Die bevindinge van hierdie studie gee waardevolle inligting om in aanmerking te neem in besigheidspraktyke gemik op die versagting van omsetgedrag in organisasies, en om optimale betrokkenheidsgedrag te verseker vir optimale uitkomstes vir die organisasie. Die beperkings en aanbevelings van die studie bied insigte en moontlikhede wat vir toekomstige navorsing aangewend kan word.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The work force has evolved immensely over the last decade. In a quest to remain competitive in the provision of consumer goods and services at the lowest possible economic cost, organisations have been compelled to adopt and adapt to the winds of change that have literally taken centre stage in the global market. The increased use of teams as production vehicles in today‟s workplace is one of the notable developments that deserve and justify further investigation. A study of the literature on teams revealed that leadership plays a crucial role in a team‟s dynamics, its survival and ultimate success. Therefore the overarching aim of the present study was to determine the manner in which leadership, specifically servant leadership, affects team effectiveness. In an attempt to answer this question, an explanatory structural model that purports to explicate the manner in which leadership affects team effectiveness was subsequently developed and tested. The study was conducted using primary and secondary school teachers from schools in and around Stellenbosch, in the Western Cape (South Africa). Each school was regarded as a team. Out of the 400 questionnaires distributed to the members of the teams, 201 (n=201) completed questionnaires were received comprising 29 teams. The respondents who participated in the study completed four questionnaires – joined together in one composite questionnaire. The four questionnaires constituting the composite questionnaire were: the rater version of the Servant Leadership Questionnaire (SLQ) of Barbuto and Wheeler (2006) - an SLQ self-report version also exists; the Team Commitment Survey of Bennett (1997); the slightly modified version of the Organisational Citizenship Behaviour Scale (OCBS) developed by Podsakoff and Mackenzie (1994) and the Team Effectiveness Questionnaire (TEQ) developed by Larson and LaFasto (1989). Item analyses were performed on each of the subscales using SPSS version 17. Thereafter, confirmatory factor analysis was performed on the measurement model. However, some of the subscales, specifically for team citizenship behaviour and team commitment appeared to be problematic. The proposed model was tested using structural equation modelling (SEM) via LISREL version 8.54. Overall, it was found that both the measurement and structural model fitted the data reasonably well. From the results obtained in this study it can be concluded that there is a very weak negative relationship between servant leadership and team effectiveness, while there is a significant positive relationships between servant leadership and team commitment, team commitment and team citizenship behaviour, and team commitment and team effectiveness. Team citizenship behaviour has a slightly strong inverse effect on team effectiveness. Furthermore, team commitment has been found to be a strong moderator in the relationship between servant leadership and team effectiveness. With the unique combined variables included in this study, the study can be seen as making a contribution to the existing theory and literature by explicating the findings with regard to the interrelationships between servant leadership, team commitment, team citizenship behaviour, and team effectiveness. However, referring back to the literature, this study was an attempt to help further some of these “emerging” organisational behaviour constructs. It should therefore be seen as investigative in nature and much more follow-up research in this domain is deemed necessary. This study stated its limitations but also made recommendations for possible future research avenues to be explored. / AFRIKAANSE OPSOMMING: Die wêreld-van-werk het heelwat verander oor die afgelope dekade. Om dus in die vraag na verbruikersgoedere en -dienste te voorsien en steeds mededingend te bly voortbestaan, teen die laagste ekonomiese koste, word organisasies genoodsaak om aan te pas en te verander soos wat internasionale markte voortdurend verander en voor uitgaan. Die toenemende aanwending van spanne as produksie-medium in vandag se werksplek is een van die ooglopende ontwikkelinge wat verdere ondersoek verdien en regverdig. Bestudering van die literatuur oor spanne het aan die lig gebring dat leierskap „n sleutelrol speel in spandinamika, „n span se oorlewing en uiteindelike suksesbereiking. Dus was die oorkoepelende doelwit van hierdie studie om die wyse te bepaal waarop leierskap – spesifiek dan, diensbare-leierskap – spaneffektiwiteit beïnvloed. In „n poging om hierdie vraagstuk aan te spreek, is daar gevolglik „n verklarende strukturele (vergelykings) model ontwikkel en getoets met die doel om meer lig te werp op die wyse waarop leierskap spaneffektiwiteit beïnvloed. „n Studie is uitgevoer deur van laerskool- en hoërskool-onderwysers van skole in en om Stellenbosch in die Wes-Kaap (Suid-Afrika) gebruik te maak. Elke skool is as ʼn spanbeskou. Uit die totaal van 400 vraelyste wat uitgestuur is, is 201 (n=201) voltooide vraelyste terug ontvang – wat 29 volledige spanne omvat het. Respondente wat aan hierdie studie deelgeneem het, moes vier vraelyste – wat deel uitgemaak het van een saamgestelde vraelys – voltooi. Die vier vraelyste wat deel uitgemaak het van die saamgestelde vraelys en gedien het om die 201 onderwysers se menings te verkry, het bestaan uit die beoordelaarsvorm van die Servant Leadership Questionnaire (SLQ) van Barbuto en Wheeler (2006) – daar is ook „n SLQ self beoordelingsvorm wat deur Barbuto en Wheeler ontwikkel is; die Team Commitment Survey van Bennett (1997); die effens aangepaste weergawe van die Organisational Citizenship Behaviour Scale (OCBS) wat ontwikkel is deur Podsakoff en Mackenzie (1994); en die Team Effectiveness Questionnaire (TEQ) van Larson en LaFasto (1989). Itemontledings is op elk van die subskale uitgevoer deur gebruik te maak van LISREL weergawe 17. Daarna is bevestigende faktorontleding op die metingsmodel uitgevoer. Sekere van die subskale het egter problematies voorgekom – spesifiek die subskale vir spangemeenskapsgedrag en spanbetrokkenheid. Die voorgestelde model is getoets deur middel van struktuurvergelykingsmodellering (SVM) aan die hand van LISREL weergawe 8.54. Oor die algeheel is bevredigende passings van beide die metingsmodel en die strukturele (vergelykings) model op die data verkry. Die resultate van die verskillende ontledings het getoon dat daar ‟n baie swak negatiewe verwantskap tussen diensbare leierskap en spaneffektiwiteit bestaan, terwyl beduidende positiewe verwantskappe gevind is tussen diensbare leierskap en spanbetrokkenheid, spanbetrokkenheid en spangemeenskapsgedrag, en, spanbetrokkenheid en spaneffektiwiteit. Spangemeenskapsgedrag het ‟n redelike sterk negatiewe verwantskap met spaneffektiwiteit getoon. Verder is daar bevind dat spanbetrokkenheid ʼn sterk modererende rol speel in die verwantskap tussen diensbare leierskap en spaneffektiwiteit. Gegewe die unieke kombinasie van konstrukte wat in hierdie studie ingesluit is, kan daar gesê word dat hierdie studie „n bydrae lewer ten opsigte van die bestaande teorie deur lig te werp op die verwantskappe tussen diensbare leierskap, spanbetrokkenheid, spangemeenskapsgedrag en spaneffektiwiteit. Tog, deur weer na die literatuur te verwys is dit belangrik om te benadruk dat hierdie studie beskou moet word as ʼn poging om hierdie “nuwe” ontluikende organisasiegedrag konstrukte verder te help uitbou. Juis om hierdie rede behoort hierdie studie as ondersoekend van aard geïnterpreteer te word en is opvolgnavorsing oor hierdie gebied nodig. Die studie stel sy beperkinge, maar maak ook aanbevelings vir verdere navorsingsgebiede wat potensieel ondersoek kan word.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: One of the transformations that occurred in post-apartheid South Africa was the overhaul of labour legislation. The Labour Relations Act, 1995, the most pivotal product of the exercise, enacted the Commission for Conciliation, Mediation and Arbitration (CCMA) as a statutory labour dispute resolution institution. Given the failures of the previous dispute resolution system, the creators of the CCMA meant it to provide efficient, accessible and quality dispute resolution structured around conciliation and arbitration. The CCMA came into being in November 1996. The question that arises is: is the CCMA delivering efficient, accessible and quality dispute resolution? This research attempts to answer this question. The literature review indicates that, in terms of efficiency, the CCMA underperformed in the early years, from its inception to the year ended 2004. Improvements started trickling in after 2004. The literature review portrays a positive picture of accessibility: that the CCMA is accessible to its users. As for the quality of dispute resolution, the literature review paints a negative picture: that the CCMA does not provide a quality dispute resolution service. The researcher collected secondary data from the CCMA and primary data from parties to dispute resolution at the Cape Town Office of the CCMA, using a self-developed questionnaire. The data was analysed using Statistica version 9. The results show that the CCMA continues to grow and build on its previous efficiency successes: the CCMA concludes conciliations and arbitrations within the statutory time limits of 30 days and 60 days respectively. The results also show that the CCMA is accessible: the respondents found the process of referral and the actual processes of conciliation and arbitration informal. The results also show that the CCMA provides quality dispute resolution. All the respondents ranked the quality of conciliations and arbitrations positively. The results for efficiency and accessibility support the literature review. The results for quality of dispute resolution contradict the literature review. Based on these findings, insightful conclusions are drawn and recommendations are made, to both the CCMA and for future research. / AFRIKAANSE OPSOMMING: Die hersiening van arbeidswetgewing was een van die transformasies wat plaasgevind het in post-apartheid Suid-Afrika. Die mees uitstaande produk van hierdie oefening, naamlik die nuwe Wet op Arbeidsverhoudinge, 1995, het die Kommissie vir Versoening, Bemiddeling en Arbitrasie (KVBA) daargestel as 'n instelling vir statutêre geskilbeslegting. Gesien teen die agtergrond van die mislukkings van die vorige geskilbeslegtingstelsel het die skeppers van die KVBA probeer om effektiewe, toeganklike en kwaliteit geskilbeslegting met betrekking tot versoenings en arbitrasies te skep. Die KVBA het in November 1996 tot stand gekom en funksioneer vir die afgelope 13 jaar. Die literatuurstudie toon aan dat, in terme van effektiwiteit, die KVBA onderpresteer het vanaf sy ontstaan tot en met 2004. Ná 2004 het verbeteringe drupsgewys ingetree. Die literatuurstudie skets 'n negatiewe beeld met verwysing na die gehalte van geskilbeslegting: die KVBA verskaf nie 'n geskilbeslegting diens van gehalte nie. Die navorsing het sekondêre data vanaf die KVBA en primêre data van die partye betrokke by geskilbeslegting in die Kaapstad-kantoor van die KVBA ingesamel deur van 'n selfontwikkelde vraelys gebruik te maak. Die resultate toon dat die KVBA voortgaan om te groei en te bou op vorige suksesse ten opsigte van effektiwiteit: die KVBA handel versoenings en arbitrasies binne die statutêre tydsbepalings van 30 en 60 dae onderskeidelik af. Die resultate toon ook dat die KVBA toeganklik is: die respondente het die proses van arbitrasie as informeel ervaar. Die resultate toon ook dat die KVBA 'n kwaliteit geskilbeslegtingsfunksie verskaf. Alle respondente het die gehalte van versoenings positief beoordeel. Die resultate ten opsigte van effektiwiteit en toeganklikheid ondersteun die literatuurstudie. Die resultate ten opsigte van die gehalte van die geskilbeslegtingsfunksie is strydig met die literatuurstudie. Voortvloeiend uit hierdie bevindinge, word tot insiggewende gevolgtrekkings gekom en aanbevelings word gemaak vir gebruik deur die KVBA, asook vir toekomstige navorsing.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The aim of this investigation is two-fold: to ascertain the perceptions and reactions of academic staff to a merger, and its impact on them; and secondly, to identify factors which are critical to merger success. Although the two institutions had agreed on some form of closer relationship, the process was accelerated by a decision by the Department of Education to use mergers as a means of initiating change in South Africa’s post-school education system. Despite many superficial similarities, the two institutions were dissimilar. Only operational and financial factors were considered. The human factors were ignored. This was critical as the two institutions were totally different with regards to organisational culture and academic standards. The resulting clash in these areas proved to be a major stumbling block to the success of the merger. Technikon A, regarded as the institution of choice, had been subjected to a variety of rapid environmental changes in the few years immediately prior to the merger. These changes had sapped staff morale. In addition, significant financial mismanagement had almost crippled the institution. While the staff of neither institution was in favour of the merger, and both staff associations approached the Department of Education to stop it, the merger went ahead. However, the staff association of Technikon B publicly and vociferously opposed the merger, based on their fears that Technikon A’s incompetent management and weak financial position would impact negatively on them. Instead of integrating “best practice” systems, the weak Technikon A management allowed Technikon B to “make the running” and introduce only their systems into the merger. In effect, this turned the merger into a hostile take-over and allowed for the total deculturation of Technikon A. The perceptions of a sample of Technikon A academic staff were canvassed, both pre- and post-merger. The pre-merger predictions were accurate and there was almost unanimous consent as to the outcomes of the post-merger environment. Comparisons were made with other academic mergers in South Africa and overseas – notably Australia – and parallels drawn with the merger in question. In all cases, the perceptions of staff were very similar. From the literature, a list of critical merger success factors was compiled, against which the present merger was compared. Given that this merger failed to successfully address almost all of the success criteria, the merger must, therefore, be regarded as a complete failure. / AFRIKAANSE OPSOMMING: Die doel van hierdie ondersoek is tweeledig. Dit behels die bepaling van reaksies en persepsies van akademiese personeel wie ten nouste deur ‘n samesmelting geraak is, asook ‘n studie van die kritiese prosessuele aspekte wat ‘n rol speel en in ag geneem behoort te word ten einde so ‘n instelling suksesvol te laat verloop. Die instellings waarna verwys word, word in hierdie studie aangedui as synde Technikon A en Technikon B. Alhoewel die twee instellings waarna verwys word in hierdie studie aanvanklik ‘n samewerking ooreenkoms wou sluit, is hulle gedwing deur die Departement van Hoër Onderwys om ‘n formele samesmelting te onderneem ter bespoediging van die regering se gestelde transformasie beleid in hoër onderwys. Ten spyte van oppervlakkige ooreenkomste het die twee inrigtings oor baie andersoortige unieke eienskappe beskik. Dit wil voorkom asof operasionele en finansiële faktore hoofsaaklik die hoofoorwegings by die samesmelting was en dat menslike faktore buite rekening gelaat is. Dit wil blyk ‘n kritiese fout te gewees het, omdat die twee instellings verskil het ten opsigte van hul organisasie-kultuur en akademiese standaarde. Technikon A is alreeds voor die formele samesmelting aan struktuur veranderinge onderwerp en was ook geraak deur wanbestuur wat ‘n baie nadelige impak op die moraal van die personeel gelaat het. Die personeel verenigings van beide inrigtings was gekant teen die samesmelting en veral die personeel van Technikon B het hewig beswaar daarteen gemaak. Hierdie teenstand is skynbaar geignoreer en daar is voortgegaan met die proses. Technikon A het ‘n totale dekulturasie proses moes ondergaan en moes aanlyn kom met die bestuur en styl van Technikon B wie se standaarde hulle as minderwaardig beskou het. Ten einde die proses te bestudeer is daar in hierdie navorsing gebruik gemaak van die metode van deelnemende-navorsing tegnieke (“participant observation techniques”). Onderhoude is gevoer met studente en personeel voor en na die proses; dokumente en verslae, asook media berigte is bestudeer en word aangehaal as bewyse. Vergelykings word getref met soortgelyke samesmeltings in Australië wat baie ooreenkomste toon met die in Suid Afrika. Die praktiese studie tesame met die literatuuroorsig dui onomwonde aan dat die samesmelting wat in hiedie studie in oënskou geneem is. gemeet aan die hand van krities belangrike prosessuele faktore, as ‘n mislukking beskou moet word.

Thesis (MA) -- University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Current time pressures, complexity, rapid change, global competition, and the merging of computer and communication technology are facilitating a trend toward the virtual workplace. As the growth in the virtual workplace accelerates, organisations face new challenges to cope with new organisational structures and managerial leadership roles. Of particular relevance to this study is that the new organisational forms necessitate new management structures, which might be different from mechanistic structures. It also implies that the prevalence of managerial leadership in different organisational structures might be different. Using the Multifactor Leadership Questionnaire (MLQ) of Bass & Avolio (1994) and Organisational Structure Questionnaire of Miller & Droge (1986), this research attempted to investigate the prevalence of leadership in mechanistic, organic and virtual structures. Hypotheses were tested to determine the relationship between leadership and structure; leadership and environment; and environment and structure. The data was collected through a field experiment. The study was aimed at middle, senior and top level management. Of the 165 questionnaires sent out, 80 middle level managers, 20 senior level managers and two top level managers completed questionnaires. The results reflect that both transformational and transactional leadership occur in organic organisations. The results also reflect that both transformational and transactional leadership occur in virtual organisations. The results of the survey also show that only some of the organic-mechanistic dimensions predicted the prevalence of leadership in these structures. A positive relationship was found between organic and virtual structures. Environment served as a poor predictor for the prevalence of transformational and transactional leadership in a dynamic or stable environment. The results also confirmed that virtual organisations do occur in dynamic environments. However, no relationship was found between environment uncertainty and either mechanistic or organic structure. Conclusions are drawn from the results obtained and recommendations are made for future research. / AFRIKAANSE OPSOMMING: 'N EKSPLORATIEWE STUDIE VAN BESTUURSLEIERSKAP BINNE MEGANISTIESE, ORGANIESE EN VIRTUELE ORGANISASIES. Huidige tydsdruk, kompleksiteit, snelle verandering, globale kompetisie en die samesmelting van rekenaar- en kommunikasietegnologie fasiliteer 'n tendens tot die onstaan van die virtuele werkplek. Met die versnelling van die groei van die virtuele werkplek kom organisasies voor nuwe uitdagings te staan om nuwe organisatoriese strukture en leierskaprolle te hanteer. Veral relevant met betrekking tot hie~die studie, is die feit dat nuwe organisatoriese vorms nuwe bestuurstrukture wat van meganistiese strukture sou kon verskil, noodsaaklik maak. Dit impliseer ook dat die voorkoms van bestuursleierskap binne verskillende organisatoriese strukture verskillend sou kon wees. Hierdie studie poog om die Multifaktor Leierskap-vraelys (Multifactor Leadership Questionnaire (MLQ)) van Bass en Avolio (1994) en die Organisatoriese Struktuur-vraelys (Organisational Structure Questionnaire) van Miller en Droge (1986) te gebruik om die voorkoms van leierskap binne meganistiese, organiese en virtuele strukture te ondersoek. Hipoteses is getoets om vas te stel wat die verband tussen leierskap, struktuur en omgewing is. Die inligting is deur middel van'n veldeksperiment ingesamel. Dit was gemik op bestuurders op middel-, senior en topbestuurdersvlak. Een honderd vyf-en-sestig vraelyste is uitgestuur en 80 middelvlakbestuurders, 20 senior bestuurders en twee topbestuurders het vrealyste voltooi. Die resultate toon dat beide transformasionale en transaksionele leierskap wei binne organiese organisasies voorkom. Die resultate reftekteer ook dat beide transformasionale en transaksionele leierskap binne virtuele organisasies voorkom. Daarbenewens toon die resultate van die opname dat slegs sommige van die organies-meganistiese dimensies die voorkoms van leierskap binne hierdie strukture voorspel het. 'n Positieve verband is tussen organiese en virtuele strukture gevind. Omgewing het as In swak voorspeller vir die voorkoms van transformasionele en transaksionele leierskap gedien. Die resultate het ook bevestig dat virtuele organisasies wei' binne dinamiese omgewings voorkom. Geen verband kon egter tussen omgewing-onsekerheid en meganistiese of organiese struktuur gevind word nie. Alfeidings is uit die verkree resultate gemaak en voorstelle ten opsigte van toekomstige navorsing word aan die hand gedoen.